When dealing with multinational corporations, we frequently examine and draft employment agreements and documents in different local languages or in a bi-/multilingual form. However, different language requirements apply in each CEE/SEE jurisdiction.
Did you know?
- All employment documents in Slovenia must be prepared in Slovenian, or in a bi-/multilingual format that incorporates Slovenian. In comparison, the laws of Austria, Bulgaria, Croatia, the Czech Republic, and Hungary do not require the creation of employment documents in their respective national languages. However, it is still crucial to prepare the employment documentation in a language that all the employees fully understand, which usually means using the local language.
- In Slovenia, the employment agreement and all employment documents must be written in Slovenian; in Romania, only the employment agreement must be concluded in Romanian but not the accompanying employment documentation.
- Companies usually have more flexibility in regard to the language of internal communications, provided the employees understand that language. For example, in Bosnia and Herzegovina, Bulgaria and Romania, the law either does not regulate or prohibit the use of certain languages for communications within a company. However, some jurisdictions may have nuances. In Slovenia, the law prescribes that internal communication that refers to employees’ rights and obligations, as well as instructions and information to employees, including on occupational safety, are conducted in Slovenian.
In case of any questions or for further details, get in touch.